Ongig
JULY 2, 2020
We found 5 examples of racial bias in hiring. They include racial bias in job descriptions, candidate screening, interviewing, job offers, and background checks. For example, take this Software Development Engineer job description we found (this week) on Glassdoor for example. Let’s have a look!
Zenefits
MAY 1, 2022
Providing that information can help them prepare for the discussion. If you’ve had a first interview or phone screen with the candidate, you’ve probably seen if or where they can improve. A study from Greenhouse found that 70% want feedback on an interview. For example: Do focus on the past experience we discussed.
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Runzheimer
FEBRUARY 2, 2023
For example, consider the Colonial Pipeline ransomware attack, the Texas Freeze and the Russian invasion of Ukraine. As a bit of background, OPEC is an organization made up of a number of oil-producing countries. Energy Information Administration , the average of total state taxes and fees on gasoline average 31.02
Ongig
SEPTEMBER 9, 2020
We found 10 tools to reduce racial bias…from job descriptions to resume screening to interviewing. Another example of an exclusionary word related to ethnic diversity is “native English speaker” (below). The picture below shows an example of what an assessment would look like from the candidate side.
Ongig
JANUARY 28, 2022
Source and Screen Developers on Social Channels. Employers can access a lot more information about candidates through social channels. They can find information such as previous work samples and personal interests. So be sure to check out all of them to see which is the best fit for your hiring workflow.
Ongig
JULY 6, 2023
For example, in the U.S. Here are some examples: Noirefy : A platform that connects diverse talent and corporations for career opportunities. Inclusive language is key to sourcing more underrepresented talent from a broad range of backgrounds. tech industry, only 4.4% of software engineers are Black. And only 22% are women.
Digital HR Tech
MARCH 29, 2021
It’s not simply about recruiting people from underrepresented backgrounds or with disabilites in an effort to tick off a box. Research has shown that having diverse talent on board leads to higher levels of productivity, innovation, and performance. It’s an unconscious bias that does not belong in recruitment.
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